Director of Human Capital (Group Property Development)

Job Title: Director of Human Capital – Banyan Group Residences

Job Purpose:
To lead the Human Capital strategy for Banyan Group Residences / Group Property Development, acting as the principal people and organization adviser to senior management. The role is responsible for ensuring the business has the organizational structure, leadership capability, talent, performance culture and workforce capacity required to deliver its growth and commercial objectives.

The Director will lead workforce and succession planning, organizational development, talent and performance management, associate engagement and employee relations, while partnering with Group Human Capital Centers of Excellence to ensure effective delivery of recruitment, compensation and benefits, learning and development, payroll and other Human Capital services.

Key Result Areas:

1. Business Partnership and Human Capital Strategy

• Provide strategic advice on people-related matters, organizational transformation, and change management initiatives.
• Act as a trusted advisor to the Deputy CEO and senior leadership team on leadership effectiveness, team dynamics, succession, organizational capability and sensitive people matters.
• Collaborate with Human Capital Centers of Excellence (CoEs) to ensure business requirements are translated into effective people solutions.

2. Organisation Design and Workforce Planning

• Regularly review organizational structures, spans of control, role accountabilities and workforce productivity, and recommend restructuring or resource deployment where required to improve effectiveness and cost efficiency.
• Lead annual and medium-term workforce planning aligned with business growth, project pipeline and geographic expansion.
• Review and challenge manpower requests against approved establishment, workload, productivity and business requirements.
• Ensure clear organization structures, reporting lines, job accountabilities and appropriate spans of control across functions.
• Identify opportunities to improve organizational efficiency through restructuring, resource redeployment, shared resources, outsourcing or process improvement.

3. Talent Succession and Leadership Development

• Maintain a succession and talent review for all critical management positions, identifying successors, retention risks, high-potential associates and capability gaps.
• Partner with the Learning & Development CoE to identify organizational capability gaps and leadership development requirements.
• Lead the implementation within the business of talent management, succession planning and career development initiatives, leveraging Group HC frameworks and support from the relevant CoEs.
• Monitor the effectiveness of talent development initiatives and provide feedback to the Learning & Development CoE for continuous improvement.

4. Performance, Reward and Retention

• Lead the implementation of performance management across the business, ensuring objectives and KPIs are aligned with business priorities.
• Work with management to differentiate performance and address underperformance promptly.
• Ensure performance reviews, probation reviews and development plans are completed effectively and consistently.
• Partner with Compensation & Benefits on salary reviews, incentive structures and retention arrangements.
• Review compensation competitiveness for critical roles and markets.
• Ensure variable compensation and incentive arrangements support desired business outcomes.
• Identify critical talent and key-person retention risks and recommend appropriate development, career, compensation or retention interventions.

5. Talent Acquisition and Workforce Deployment

• Partner with business leaders to identify current and future workforce requirements aligned with approved manpower plans and business priorities.
• Review and challenge recruitment requests against approved establishment, business requirements and workforce productivity.
• Lead, together with the relevant business leader and Recruitment CoE, the selection and assessment of senior management and other critical appointments.
• Partner with the Recruitment CoE on recruitment strategies, sourcing priorities, talent pipelines and employer branding.
• Ensure recruitment effectiveness is monitored through appropriate measures including time-to-fill, quality of hire and critical vacancy status.
• Support workforce deployment and mobility across projects, functions and geographic markets where appropriate.
• Partner with Group HC and relevant advisers on international mobility, expatriate arrangements, overseas employment and cross-border workforce matters supporting the geographic expansion of the business.

6. Associate Relations, Culture and Engagement

• Champion Banyan Group's culture, values and leadership behaviours and ensure they are embedded throughout the associate lifecycle.
• Act as the principal HC adviser to senior management on associate relations, performance issues, disciplinary matters, workplace conduct and sensitive employment matters.
• Foster a positive, collaborative and high-performance culture that supports associate engagement and retention.
• Lead associate engagement and communication initiatives in partnership with relevant CoEs.
• Ensure associate relations matters are managed consistently, fairly and in accordance with company policy and applicable labour legislation.

7. HC Governance, Operations and Analytics

• Ensure effective delivery of Human Capital services through coordination with Group HC CoEs and shared services.
• Ensure compliance with applicable labour legislation, Group policies, governance standards and statutory requirements.
• Advise management on policy interpretation and employment-related risks.
• Oversee the accuracy of organizational structures, manpower establishment and position management.
• Own and coordinate annual manpower and personnel cost budgeting, including headcount, salaries, incentives, benefits and recruitment requirements.
• Monitor actual headcount and personnel costs against approved budgets and recommend corrective action where required.
• Monitor workforce analytics including manpower, turnover, regrettable attrition, absenteeism, engagement, recruitment, productivity and workforce costs.
• Provide regular strategic workforce insights and recommendations to the Deputy CEO and senior leadership team.
• Coordinate HC audits, compliance requirements and reporting with Corporate HC and relevant CoEs.

Key Qualifications:

Experience:

• Minimum 8–10 years of progressive Human Capital leadership experience, preferably within real estate, property development, property management, construction, or diversified corporate organizations.
• Demonstrated experience operating within a Human Capital Business Partner and Center of Excellence (CoE) model.
• Proven experience partnering with senior business leaders on organizational design, workforce planning, associate relations, and change management.
• Experience supporting multi-country or geographically dispersed businesses would be advantageous.

Education:

• Bachelor's Degree or higher in Human Resources Management, Business Administration, Organizational Development, Psychology, or a related discipline.

Technical Skills:

• Strong knowledge of Human Capital business partnering principles, Thailand labor legislation, and employment practices.
• Experience working with shared services and Human Capital Centers of Excellence.
• Proficiency in HRIS platforms, Microsoft Office applications, and workforce analytics.
• Strong understanding of talent management, performance management, succession planning, and organizational development.

Soft Skills:

• Strong commercial acumen and demonstrated ability to understand business strategy, financial objectives and operational drivers and translate them into organization and people priorities.
• Excellent communication, influencing, coaching, and consulting skills.
• Strategic thinking with strong analytical and problem-solving abilities.
• Strong project coordination, collaboration, and change management skills.
• High level of professionalism, integrity, and confidentiality.

Language:

• Professional proficiency in English and Thai, both written and spoken.